OFCCP mailed 2,500 Corporate Scheduling Announcement Letters (CSAL) in November as part of the agency's FY 2015 audit cycle. How many did your company receive?
What was the primary method your company used last year to file its 2013 EEO-1 Reports?
Does your organization currently collect and maintain data on the LGBT status of its U.S. employees?
If finalized as proposed, OFCCP's revised "Section 503" disability regulations would require both pre- and post-offer invitations to self-identify disability status, as well as annual anonymous surveys of employee disability status. How much time will your company need to make the necessary systems/forms/process changes to comply with these requirements?
Is the race/ethnicity/gender of job seekers accessible to your company's recruiters during the recruitment and selection process?
In which of the following areas, if any, should OFCCP provide technical assistance or guidance under its new Compensation Directive (Directive 307)?
Where and how do you retain any interview or other "notes" prepared by those involved in the recruitment and selection process?
If requested during an audit, how does your organization transmit employee-specific pay data to OFCCP?
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